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Young Engineers Program

REPORTING

Part 1. HUMAN RESOURCES

1. What are the organization charts available: at country level, and the industrial organization?

2. What year Bunge was founded and what are the main events in company’s history?

3. What are Bunge core values and Bunge mission?4. What are the Bunge Vietnam sisters companies worldwide?5. Are there any Collective Labor Agreement or Employee Handbooks applicable

local?6. What are the HR policies and procedures applicable to all employees?7. Have you read and signed any confidentiality rules/agreements? What are their

provisions?8. Read and sign the receipt for Bunge Code of Ethics.9. What is the purpose of Code of Ethics?10. What medical services are available? 11. What relevant information do you have on major HR projects and programs

(MDP, LDP)?12. What are the steps of Performance Management Program?13. What are the development opportunities within Bunge?14. In how many countries Bunge has operations and what is the number of

employees worldwide?15. Name some of initiatives which show Bunge purpose of enhancing lives?16. What are the most important provisions on discipline within Bunge’s company?17. Security in plant.18. Access control procedure.19. Recruitment procedure.20. Training and development.

Nguyen Thanh Hai - Young Engineer Trainee Page 1


1. The organizational charts available at Bunge are hierarchical organizations. For example:

To Bunge Vietnam Management

Bunge Vietnam Limited HR

2.

3.

To Bunge Commercial Team


Trader Proteins

Vu Ly

Tuan Le

MKT Manager Sugar

Nam Bui

General Manager

Shuichi SATO

Logistic Manager

Tuan Le

Plant Manager

Ronaldo SIQUIERA

Country Controller

Abhijyoti MAJUMDAR

HR Manager

Viet Phan

General Manager

Shuichi SATO

Security Supervisor

Sang Thach

Receptionist

Lien Duong

HR Assistant

Hieu Le

HR Supervisor

Minh Nguyen

Cleaning Coordinator

Tuan Nguyen

HR Manager

Viet Phan


2. Bunge was founded in 1818 in Amsterdam, the Netherlands.

The main events in company’s history: 1859: Edouard Bunge relocates the company to Belgium where it becomes one of

the world’s leading commodities traders. 1905: Bunge expands into Brazil, and takes its first steps down chain of food

production by entering the wheat milling business. 1918: begins trading commodities in North America, the world’s largest

agricultural market. 1997: beginning of an era of major expansion for Bunge in South America 1999: Moving Global Head quarters to White Plains, NewYork. 2001: Going public on the New York Stock Exchange (NYSE: BG) 2002: Becoming the world’s largest soy processor and supplier of bottled oil to

consumers after acquiring Cereol. 2009: Beginning construction of an export terminal in the US Pacific Northwest

and a soybean-processing plant in Vietnam, and acquireing Raisio’s margarine business in Europe and Petrobras’s fertilizer operations in Argentina.

2011: Celebrating 10 years on the New York Stock Exchange.

3. 5 Bunge core values: Integrity: Honesty and fairness guide our every action. Teamwork: We value individual excellence and work as a team for the benefit of

Bunge Citizenship: We contribute to the development of individuals and the social and

economic fabric of our communities, and we act as stewards of the environment. Entreoreneurship: We prize individual initiative to meet opportunities and

deliver results. Openness and Trust: We are open to other ideas and opinions, and we trust our

colleagues.Bunge mission: Enhancing lives by improving the agribusiness and food production chain

4. 7 Bunge Vietnam sisters companies worldwide: Australia: Originating grains, and Having an office in Melbourne. China: Bunge is a major supplier of commodity products to the nation, operates

soybean processing plants and produces consumer bottled oil, Douweijia.



India : Operating oilseed processing, refining and packaging plants and sells retail and commercial products including Dalda Vanaspati.

Indonesia : Marketing offices Philippines : Marketing offices Singapore : Bunge Asia’s headquarter Thailand : Marketing offices and originates sugar

5. Yes there are such as Bunge Labour Principle, Bunge’s Code of Ethics, Bunge’s Corporate Governance guidelines, and Bunge’s Ethics and Compliance Hotline

6. HR policies and procedures applicable to all employees: Welfare policy: Social Insurance, Health Insurance, Accident Insurance, Unemployment insurance. Salary: salary per day, and salary per hour. Reward Allowance: overtime allowance, and other allowances. Tax policy

Reference documents: Circular No.84/2008 ID card re-issue requisition Leave application form Changing shift form Subsidies requisition form Interview assessment form Company properties handover Work status handover form Overtime sheet Car requisition form Exit permit form Violation report

7. I have read and signed confidentiality rules, agreements. Some main provisions of these: Required Business Conduct of Director, Officers and Employees must comply with the following principles:

A. Conflicts of Interest (Personal Investment, Corporate Opportunities, Business Affiliations, Business gifts, Confidential Information, Acquisitions, Loans and Gifts from a Bunge Company)

B. Compliance with Law



C. Fair Dealing and IntegrityD. Protection and proper use of Bunge Assets

8. I have read and signed the receipt for Bunge Code of Ethics

9. Purpose of Code of Ethics: is to establish minimum guidelines of business conduct required of all Bunge directors, officers and employees. The members of the Bunge Limited Executive Committee are responsible for implementing and monitoring compliance with this Code in their respective Bunge companies.

10. Medical services are available at Bunge Vietnam Limited: one Clinic Room in office hours, Social Insurance, Accident Insurance. Beside that Bunge Vietnam connect with local hospital such as Tan Thanh hospital.

11. HR Projects and Programs

Bunge strongly supports professional development opportunities that strengthen existing skills, build new ones, and explore ways in which individual talents contribute to the whole. We offer a variety of development programs, ranging from high-level workshops for traders and risk managers to targeted programs for plant managers. More information about three of our global development programs can be found by clicking the link to the right. Tuition assistance is available at most Bunge units to employees who pursue academic study or degrees related to their present or potential work assignments. Executive education is available to high-potential employees.

EDP (Executive Development Program) for senior manager LDP (Leadership Development Program) for who directly report senior

manager MDP (Management Development Program) for Supervisor

12. The steps of Performance Management Program are: January: Manager assigns goal, how to measure for employeeJune: Manager gives employee some comments and advicesDecember: Final Evaluation (5 level rating systems)



13. The development opportunities within Bunge: There are many career [aths at Bunge and many ways to succeed. Bunge provides employees with opportunities for learning and growth to help them gain the professional skills and leadership qualities necessary to achieve their full potential.

14. Bunge has operations in approximately 36 countries with about 32.000 employees worldwide

15. Some initiatives which show Bunge purpose of enhancing lives: Offering food products with enhanced nutrition

Bunge makes consumer food products enhanced with vitamins, minerals and other natural ingredients that promote good health. In India, all of our oils are enhanced with Vitamin D, and in Brazil our Cyclus brand is fortified with Vitamins A and D. In Romania, Floriol Iod Protect sunflower oil helps households meet their daily iodine requirement. In China, Bunge soybean oil with the omega-3 fat docosahexaenoic acid, or DHA, supports heart and brain health. Throughout Europe, Bunge margarines likeBenecol and Deli Reform Active contain phytostanols and phytosterols from plants, which help people manage their cholesterol levels.

16. The most important provisions on discipline within Bunge’s company are Safety and Integrity.

Bunge Safety Policy No work is so important or urgent that it cannot be performed safely All work-related injuries, illnesses and unsafe practices are preventable. All personnel are responsible and accountable for their own safety and the

safety of others Safety performance is a key indicator of operational excellence

17. Security in plant:



18. Access control procedure

The IT Access Control Procedure prevents unauthorized access to, and use of, your company's information. The access control procedure ensures your information's security, integrity and availability to appropriate parties. The IT Access Control Procedure applies to all Company information and to all storage access methods.

19. Recruitment’s purpose: Recruiting the staff as right order, working requirement to ensure stable labor force who serve producing and trading operation of the Company.

Recruitment procedure:1. Recruitment Plan/ Job Description

Before new year / quarter 15 dáy, all ò the Departments have responsibility to estimate HR recruiting plan for the next year/quarter with specific details and sending planning board of recruitment to HR Department. HR Dept has duty to check, consult and assess demand of recruitment and contract with labor supplying centers to identify their abilities for demand of real recruitment.

2. Man Power request


Security Supervisor

Sang Thach

Security Guards

Country Coltroller Abhijyoti MAJUMDAR

IT Engineer

Hai Nguyen

IT Engineer Toan Le


3. Checking and approvalHR Manager examines recruiting requirement note and sign approval if necessary, then submit to Board of Director. If not necessary, writing clear reason and give recruiting requirement note, recruiting profile back to the Departments and workshop that have recruiting requirement within 07 days.

4. Job posting. Collecting, and Screen CVWhen having recruiting requirement, HR Department will announce recruiting. Contents of announcement consist of recruiting requirement, condition, profile, deadline of profile receiving. If profile is good, applicant has to fill enough information as form. After that, Recruiting Section will check or carry out preliminary interview applicant.

5. Ability Test, First InterviewAll of applicants have to do the test interview. The Departments that have recruiting requirement need to send topic, mark range and key for recruiting section- HR Department before 2 days to organize examination. When applicants finish the test, HR Department will inform to relative departments to receive profile, topic and test of applicants. After marking, directed management section send the test, marks, and assesses result to recruiting section the latest 2 days from receiving the tests of applicants. HR Department combines with the ladder of department to organize professional interview toward achieved applicants and inform elimination to unachieved applicants.

6. Final InterviewRecruiting section-HR department transfers information of applicants to interviewer before 2 days to prepare.The interview’s result in the data board of application

7. Letter Offer, Employee profileBased on the interview’s result in the data board of application, HR Department will invite achieved applicants through professional interview to receive job by letter.

8. Report and FilingHR department has responsibility to report and fill the employee’s profiles.Some related documents:

Regulations, policies of the company Training process Handbook of staff

20. Training and development



Bunge provides employees with opportunities for learning and growth to help them gain the professional skills and leadership qualities necessary to achieve their full potential.Training Procedures:

1. Yearly Employee Evaluations2. Training Plan3. Checking and Approval4. Training Requisition5. Approving training documents6. Training7. Evaluation8. File saving


Documents

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